The biggest changes came from the happenings in regulations that stemmed from societal concerns: Benefits, OT, minimum/living wage issue. Now, business owners' pressure aim at reversing at least some of the changes. Changes are known to not be static; but should we rather think volatility? Let alone the fear for uncertain economy. Talking about a VUCA world!
There were topics of peak interests, such as Technology, Analytics, and Big Data; and topics of concerns such as Privacy and Hacking issues. And of course, there were organizational, operational changes that many had to face in order to adjust to a volatile, unstable market.

How did HR Adapt in 2016?

Some changes were in the making: Benefits implementation in the form of ongoingHealthcare reform. Many organizations rushed hiring in Benefits department to meet deadlines and compliance. Now, and for the near future, HR has to think probable forms of undoing or refining: we all have to wait and see. I guess, those fairly recent hires in Benefits will stay busy and on their toes for the next couple of years or so. The notion of "universal access" would replace " universal coverage." Clearly, it announces serious changes for both employers and employees, with anticipation of heavier focus on HSA and less coverage.

Noticeably also, many organizations have decided to implement changes in benefits, facing an increasingly competitive and changing environment. So, to what extend "universal access" will hurt or help organizations is yet to be seen. It is safe to think that the tech industry will not buy in a system that will inhibit its leverage.

Streamlining: This is already happening in many organizations. Last year results assessment has brought restructuring in many organizations. Such, along with the growth of a digital pool of talent cannot leave HR untouched, from the office to HRIS. This leads us to...

Training: Training of a workforce to be more technically savvy and globally manageable. There is a need for a moving workforce, and a need for breaking the barriers of traditional way of work. Remote work is a growing trend. HR, on the other side, need to have a global knowledge of HR in large companies, and be digitally agile in organizations of all sizes.

Engagement:Many
organizations will continue to promote pulse taking. It is important
for HR to sit at the table and bring to the table the results of that pulse taking. Not only will it help attract and retain talent, it will also
be used to correct the company's gear towards the managing of its stakeholders. HR will
need to listen to organizations' customers via its own talent workforce:
a customer-centric HR is the 2017 and beyond way of conducting HR
business.

Innovation: Be open to change, be fast to change, seize the moment, be different so that you won't be caught off guard. A stale HR will drag any business down. Employees need to believe in HR as an agent of positive change in their work lives: the new year should not be disappointing.

Media, Workplace, Ethics and Communication: A most powerful tool in change management is communication. Such is proven in organizations of all sizes. One cannot close one's eyes on the latest happenings in the communication arena (news, press conferences etc..) that have, inevitably, brought conversations in the workplace. It is amazing how employees and/or colleagues can volunteer personal opinions that I would rather not hear. I often found myself in positions where I could not escape the short talk, or outburst of indignation, or laugh. .It has been an enriching experience to say the least. This drives us to reconnect with our professional codes of ethics, our practices of HR wisdom, and our global impact as communicators.

Life teaches us lessons in leadership on a global and personal scale as well, and branding is closely linked to leadership, as much as branding relies on communication. Lights on leadership can be dimmed or brightened depending on how communication is managed. It has been a challenging year to say the least, with its heavy share of highs and lows. So what life lessons can we take on this season of lights?

COMMUNICATION: A CHANGED GAME THAT IS A GAME CHANGERIt is no secret: times have changed in pace and depth; with societal changes - call it evolution or revolution as you want - we face extremely challenging situations. The older we are, the harder it is - no age discrimination intended - because the fact is that we have "learnt" and operated under different societal rules. Who says that change is easy? With the #meetoo -now global movement-, #green initiatives to say the least, and social media explosion, the communication game is trickier day by day. Communication is not a…

In the world of HR we are both actors and observers. We see candidates and hiring managers coming, going and acting. We see the biases, hear the comments, weigh the outputs. However we gravitated to our jobs, we usually love them. Are we the best at them? As hiring managers, do we evaluate ourselves? Let's have a quick assessment. When a candidate showed up for an interview, as I walked into my office while she was waiting I wondered what to think. How many hiring managers and HR people make - consciously or not- their decision based on that first impression? Too many! How many divulge their opinion on their facial expression? One too many.
Here is the story: everyday story of so many hiring managers and candidates. Let's begin with Betty and her most unconventional look. Definitely punk with polished efforts for the interview. Still punk, correct? 1. OBSERVE: DO NOT MAKE ASSUMPTIONS BASED ON A FIRST IMPRESSION"Unfit" look could be a Terrific Fit. Betty exhibited a …

Enrollment time: Hot topic lately. Also, popular among all talks these last few years has been the topic ofHealthcare and benefits. Consequently,benefits have slowly but surely taken a new path in HR, apparentlymimicking those offered globally.
Eye Opening Chart: Who Stands out? Looking at benefits on a wide scale, we know that they are, in fact,particular to each country. Theydiffer widelyfrom country to country. In fact, even the most common benefits among developed economies are far from being equal: Denmark and France are on top of the chart while Ireland and the U.S. are at the bottom, ranking respectively 7.3 and and 7.2 vs. 2.3 and 0.3 on a scale score of most to least generous, the U.S being a benchmark (Llewellyn Consulting Feb 2016 report). Different societies, different standards. Check it out here. Evidently, Europe is always leading but do other countries stand out as well? One could mistakenly think that benefits are quasi-non-existent in less developed countries. Nothi…

Let's talk about gamification quickly: it works! There is one condition sine qua non however: the employee has to be willing to play the game! As simple as that!
Players have to tend themselves to the rules of the game, whether they are willing participants or not. True! Pushed far enough, it could be - or is - the new way to metrics. As a result, employees will find themselves following the rules of the game. Scorecard goals can be reached through team games. It has been happening in many large organizations, and even on Wall Street. The most interesting thing in gamification is that you can be drawn into it without knowing or willing! It is easy because games can be engaging, and there is the whole purpose of gamification.

Dramatic and Provocative? Ladies, is it all about You? Is it All About Us? This is a subject that has been "bothering" me for a while. I have encountered so many women in my professional life, and the experience has been enriching, to say the least. I came to the conclusion that the recent article of Chitra Nayak summs it all: The Invisible Woman Syndrome is the issue. On the opposite side there is charisma

Here we are stepping into January 2014, and the healthcare subject is of a major concern to employees and employers alike. Until now, decisions on eligibility for voluntary
benefits has been the employer's prerogative. Health benefits were by
essence not a mandated benefit.

By now, large employers have already rolled out their programs and made necessary addition to their benefits staff. Individuals who wanted coverage to start with the new year have already filed their applications. It is somewhat different for smaller employers since their mandate on Healthcare coverage requirements is being delayed.

In any event, here are a few key points as a reminder or a reference for those of us who still need it.

It is out there: many claim the new evidence-, competency-based HR model, the all new HR look, feel and sign of recognition.

It has generated a lot of waves in the HR community. The general feeling was one of disbelief, if not outrage. How did this happen?I had a previous post on the topic. Aren't we a body of professionals to be recognized under a global umbrella? Why did SHRM and HRCI split? If we have not experienced it at the personal level, we felt it at the professional one: we all the sudden became members of a dysfunctional family! Did we see it happen? Did our parents organizations see it coming? The results are the same. We have been facing the change for some time now and we had three choices: reject, ignore, or embrace it. The stages of grief are painstaking, but after all, we are professionals. We ARE HR, so we can individually say, "Je suis HR" under the new competency-based model.

Was HR FROZEN in Time?SHRM calls the new model the "HR of the Future&quo…

Matrix of Human Resource Management, Communication, and HR Marketing in Service Industry - Branding and Global Insights. Passionate about Integrated HRM and Communication, and Change. Connects the dots between People, HR and business to make and tell the story- @AR_HRCom